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Carnegie UK Trust;
Switched On brings together recent research and evidence about key issues related to digital inclusion, with a particular focus on children and young people. Digital access is complex picture with multiple factors driving, compounding and impacting those who are included or excluded.
The report explores a number of features of the digital inclusion debate including analysing the components that comprise appropriate digital access, examines the impacts around a lack of access, maps exclusion factors in the UK and outlines the current policy and practice landscape, including successful interventions.
Rockefeller Archive Center;
Established on 5th July 1948, the British National Health Service (NHS) provides free-at-the-point-of-use universal health care to Great Britain's entire population. Though most industrialized countries now ensure some form of comprehensive medical coverage, the British system is structurally unusual in several ways: it does not require any form of health insurance; the government owns the overwhelming majority of the U.K.'s hospitals and clinics; and it employs a vast pool of employees comprising the world's fifth largest workforce. The service is also culturally and socially unique. It is celebrated as "the closest thing the English have to a religion" and regularly tops polls of what makes people "most proud to be British." Yet, the institution's acclaim and longevity is striking considering its scarce resources, uneven health outcomes, and the dismantling of nationalized enterprises across the world. My research asks why the NHS has survived for nearly seventy years, and, in doing so, highlights specific endurances to a postwar social democratic ethic in health care
Carnegie UK Trust;
Quantifying kindness, public engagement and place presents findings from the first ever quantitative survey on kindness in communities and public services. The data reveals a reassuring and yet complex picture of kindness in the UK and Ireland, with generally high levels of kindness reported, but at the same time variations in experiences between jurisdictions and across social groups.
The research also sheds light on how people describe the place they live in, revealing that two in five people in the UK self-identify as living in a town; and provides insights into people's sense of control over public services, and how they perceive and act upon various methods of public engagement.
The data was collected by Ipsos MORI, on behalf of the Carnegie UK Trust; surveys were run with representative random sampling of approximately 1,000 people in each of the five legislative jurisdictions in the UK and Ireland
Oxfam GB's overall median gender pay gap is 12.5%. The national average is 18.4%. We take our gender pay gap seriously and have made a range of commitments to address the issue.
The gender pay gap shows the difference in the average pay between all men and women working for an organization, irrespective of their job or position. It is not a comparison of pay between men and women doing like for like roles or jobs of equal value, and Oxfam always pays men and women the same for the same work. All organizations in the UK which employ more than 250 workers are required to publish their gender pay gap by April 2018.
As an organization that is working to enable women to realize their rights, Oxfam GB is determined to build a fairer and more equal world for everyone - and of course that starts here, with us. Oxfam simply should not have a gender pay gap and should aim to achieve a zero pay gap. However, it is not simple, as gender pay gaps are a result of many factors, some of which are within Oxfam's control and some of which are embedded in wider society and need to be challenged.
We are proud that more than 60% of our managers and senior managers are women. We have twice the national average of women in information systems roles, twice the national average of men in part-time roles and 84% of our staff tell us that their flexible working needs are met. However, there are areas where we must do better.
At the time of reporting (April 2017) we had low female representation on our Leadership Team: 2 women out of 8 roles, although we have since increased this to 3 out of 8. We also have a higher gender pay gap among those aged over 40 (15.6%, median), while men working part-time earn less, on average, than women (-4.1%, median).
One of the main factors contributing to our gender pay gap is the difference in the female representation in different jobs within our organization. We are essentially two organizations: an international non-government organization (INGO) and a charity retailer. In general, the roles in the INGO are higher paid than those in our shop network. With a network of around 650 shops, Oxfam has significantly more employees in shop roles than any other roles; around 40% of our total UK staff are shop employees. While we pay all staff at least the Living Wage Foundation Rate, and pay for shop roles is above average for the charity sector, the pay sits within the lower half of Oxfam pay brackets. Almost three-quarters (72%) of our shop managers are women.
The differences between the two parts of the organization mean that our overall gender pay gap is greater than that of our parts. In our charity retail business the gender pay gap is 2% and in our INGO the gap is 9.6% (both median figures).
Specific commitments to address our gender pay gap within the next two years include but are not limited to:
We will work towards a 50:50 representation of women on our Leadership Team, with an aim to maintain female representation of between 35% and 65%
For any new vacancies on our Leadership Team, we will commit to 50% of shortlisted candidates being women
We will do an analysis to understand the gender pay gap for women over 40, and for men working part-time and introduce actions
We are introducing enhanced, shared parental pay for partners from April 2018, which is aimed at encouraging more men/partners to take time out for childcaring responsibilities
On our leadership development courses, we will ensure that 70% of participants will be women
We will continue to work to influence more widely to address the policies and practices that are perpetuating the gender pay gap in the UK.
Center for Economic and Policy Research;
Despite high levels of employment after eight and a half years of economic growth, the UK economy is facing some serious economic challenges: long-term rising inequality, real wages that are still below their 2009 peak, a collapse of productivity growth, and the worst level of regional inequality in the European Union. The unusual uncertainties surrounding Brexit also pose a serious threat that has been much discussed. However, the government's macroeconomic policies may also compound the risks associated with Brexit and make it more difficult to solve the economy's long-term problems. This paper looks at some of the details of the above challenges, with a focus on macroeconomic policy.
Anti-Trafficking Monitoring Group (ATMG);
The following paper considers the potential impact of the UK's withdrawal ('Brexit') from the European Union (EU) on efforts to tackle modern slavery. The purpose of this briefing is to review the extent to which the UK's membership in the EU has influenced national anti-trafficking efforts, and consider if and how Brexit may impact the UK's ability to combat modern slavery and protect its victims. Where possible, recommendations have been made on the steps to take to mitigate any potential risks posed by Brexit to UK anti-trafficking efforts.
Economic and Social Research Council (ESRC);
The Migration Observatory has shifted thinking on contentious migration issues by providing the first UK source of independent, high-quality evidence and analysis aimed at public audiences.
University of Oxford;
The growth of social media and other aggregators over the last few years has changed the nature of online consumption.
Our question is: Do people remember the news brand when they visit a story via social media or search engines? In order to answer this question we used a YouGov panel to automatically track website usage by a representative sample of UK internet users and then served a survey to see if they could remember the brand.
We find that less than half could remember the name of the news brand for a particular story when coming from search engines or social media. Users were more likely to remember the brand via social media and search engines when they read a story from their main source of news. Young people were also more likely to correctly attribute a news brand when coming from social media compared with older respondents.
Equality and Human Rights Commission;
In August 2015, the Equality and Human Rights Commission ('the EHRC') conducted research into employer and employee practices, perceptions and experiences in relation to recruitment. Our aim was to understand whether there was any evidence of differential treatment between UK-born and foreign-born workers with a right to work in the UK; the extent of discrimination on the basis of nationality, and what may be causing it.
The Equality Act 2010 provides protection from discrimination on the grounds of nine 'protected characteristics' including race, which covers ethnicity and nationality. The Act makes it unlawful for employers and their agents to discriminate against people seeking employment: they must treat applicants fairly and not discriminate in any arrangements for making appointments.
The research focused on sectors with a high proportion of foreign-born workers and a mixture of skill levels:
Accommodation (hotels, holiday and other short-stay accommodation, youth hostels and camping grounds)
Food and beverage service activities (restaurants, mobile food service activities, pubs and bars)
Workplaces across these five sectors that have at least 10 staff account for 6% of all UK workplaces. Twelve per cent of the UK workforce is employed in these workplaces.The research is based on a literature review on discriminatory recruitment practices and migrant workers in the UK, quantitative surveys of workplaces and recruitment.
Today in Britain there is a massive disconnect between people and politicians, and between the 'haves' and 'have-nots'. The richest one percent of the UK population own more than 20 times more wealth than the poorest 20 percent combined.
The EU referendum vote was a stark illustration of just how polarized our society is, with millions of voters expressing their frustration at being locked out of politics and economic opportunity. It is encouraging then that Prime Minister Theresa May has committed to creating a society that works for everyone, not just the fortunate few.
Oxfam welcomes this commitment and believes that addressing inequality, particularly by considering the role of businesses, can help bring the country together and ensure that everyone has a fair share in the economy.Â
Elevate Children Funders Group;
Sponsored by the Elevate Children Funders Group (ECFG), a three-day Program Learning Event (PLE) on Violence against Children in and around Schools (VACiS) held in Kampala, Uganda from 14-16 July 2015, attracted 77 practitioners, donors, advocates, researchers and government representatives in the field of violence against children from Uganda, Tanzania, Kenya, South Africa, Germany, the United Kingdom and United States of America. The theme of the event was developing a common learning agenda on preventing and responding to VACiS.
Economic and Social Research Council (ESRC);
At the end of 2014, annual net migration for the UK had risen to a current high of 318,000. Integration in British society has become an increasingly central part of the debate around immigration - raising questions about social cohesion, shared values and national identity.